Classification & Compensation
The Classification & Compensation team within Human Resources is committed to developing,
implementing, and maintaining equitable and competitive job classification and pay
structures that support Â鶹´«Ã½Ó³»â€™s mission and values.
What We Do
We manage all aspects of staff classification & compensation, including:
- Position Classification- Evaluate and assign appropriate titles and pay bands for new and existing positions.
- Job Descriptions- Create and maintain accurate job specifications for all classified staff positions.
- Pay Administration- Process extra duty payments, shift differentials, weekend premiums, and on-call
rates.
- Market Analysis- Conduct salary surveys and audits to ensure our compensation remains competitive.
- Salary Recommendations- Recommend pay adjustments for new hires, promotions, demotions, and market alignment.
- Policy Compliance- Ensure pay practices meet federal, state, and university guidelines.
University Compensation Resources
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Total Compensation Philosophy
Mission Statement
- Â鶹´«Ã½Ó³» is a public research university and academic medical center dedicated
to providing an experience like no other: a world class academic and social community
that is inclusive and diverse where students are positioned for opportunity and success.
- The University aspires to be a top tier research institution that is a destination
of choice for education, health care, discovery, creativity and innovation.
Total Rewards
- To support the University in achieving this mission, the total rewards program is
designed to be competitive and equitable in order to attract, retain, and engage a
diverse group of staff to reflect the world we wish to serve.
- While base pay is the primary method of rewarding staff, other elements such as tuition
assistance program, retirement contributions, and health and welfare benefits are
important components of the total rewards package.
- In addition to these more tangible rewards, the University prides itself on providing
staff with other intangible benefits of work such as a collaborative, collegial work
environment, work life balance, career development, and opportunity to shape the future
of our students.
Staff Compensation Program
- The University balances internal equity and external market competitiveness with comparable
institutions and organizations. Â鶹´«Ã½Ó³» also aims to be fiscally responsible and attentive
to the budgetary resources of the institution and long term financial sustainability.
- Our salary structure is based on competitive market data as defined by comparison
markets, which may vary across the University.
- Jobs are evaluated based on job content (including responsibilities, scope, and experience/education
requirements), not title, and are assigned to a salary range based on the job’s market
rate, with consideration for internal equity.
- An individual’s base salary reflects their skills, capabilities, knowledge, experience,
and performance against job expectations.
- Market data comes from credible, reliable, and relevant published compensation survey
sources that include our defined comparison markets.
- Appropriate pay levels are maintained through consistent updating of job descriptions,
regular monitoring of the external market, and periodic updates of the compensation
program to ensure effective and market aligned practices. Additionally, periodic reviews
of incumbent pay are conducted to ensure internal equity.
- While Â鶹´«Ã½Ó³» aims to target our pay structure at the 50 th percentile (TBD) of our
comparison markets, certain jobs and/or individuals may be positioned above or below
that target based on internal factors and/or unique incumbent characteristics.
Staff Comparison Markets
- Â鶹´«Ã½Ó³»â€™s comparison markets include carefully selected institutions as
well as other general industry markets for jobs that exist outside of higher education
and may differ among staff populations.
- Higher education comparison institutions are selected based on a variety of factors
including size, type, geographic location, and research activity. Consideration is
given to data availability and institutions with whom we primarily compete for talent.
- Higher education market data is gathered from the College and University Professional
Association for Human Resources ( CUPA HR) survey, a reliable and recognized source
of market data within higher education.
- Supplemental data sources such as CompAnalyst are used for jobs that also exist outside
of higher education. Data represents the national market with geographic adjustments
applied if appropriate.
- Other market pay sources may be used for targeted staff populations as appropriate.
- All market pay sources meet consistent criteria for validity, reliability, relevancy,
and quality of survey data.
Pay Communication
- Â鶹´«Ã½Ó³» is committed to transparency in compensation program communication
and education. Our intent is to create trust and confidence in pay decisions and compensation
program outcomes.
- Human Resources maintains up to date and accurate compensation policies and processes.
- Human Resources communicates the total compensation philosophy, programs, and policies
to all stakeholders to ensure understanding while protecting individual information.
Regular training is offered to educate and update leaders, managers, and staff.
- Human Resources, leaders, and managers partner together to communicate with staff
about compensation processes, significant changes to the compensation program design,
and decisions impacting them personally.
Pay Governance
- Â鶹´«Ã½Ó³»â€™s total compensation philosophy and programs are developed with
input from University leaders and select stakeholders and are approved by the President
and the President’s Executive Cabinet.
- The Board of Regents of the University System of Georgia (USG) oversees the state’s
public colleges and universities. As a member institution, Â鶹´«Ã½Ó³» aligns
various fiscal and human resource policies, including those governing classification,
compensation and payroll, with policies established by USG.
- Human Resources administers and maintains all aspects of the compensation program.
This includes initial program development and regular, ongoing review, updates, and
maintenance.
